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Changing realities in the modern workplace have emphasized the need for HR to step up to lead. But while many have coveted a seat at the proverbial strategic table for years, few currently consider themselves a significant contributor to the organizational development strategy.
The five distinctions set strategic human resource leaders apart from their traditional counterparts. This professional development program offers you a guide for overcoming fears, hurdling obstacles, and pulling up a chair so you can make a difference -differently.
“HR has been shoved into a different game that demands radical transformation and conventional wisdom must be sent for an autopsy. Sara Christiansen delivers a forward-thinking and courageous framework that must be embraced.”
co-author of First Break all the Rules and
Culture Eats Strategy for Lunch
For over two years, we embarked on an informal research study that collected the broad perspectives of thousands of HR professionals and Business Executives. We asked respondents to identify the distinctions that differentiate Strategic HR from Traditional HR.
After collecting mountains of data, we determined that the collective opinion of what constitutes a strategic approach can be summarized in five distinctive categories: Impact, Influence, Inspiration, Innovation, and Integration.
© 2020 by Ideation Consulting LLP
Strategic HR Leaders analyze data to predict and measure outcomes. We quantify the human capital ROI and our impact on business metrics.
Strategic HR Leaders are adept at developing key relationships with all stakeholders. Along with an expertise that awards credibility, these relationships ensure our acceptance as an integral contributor to organizational planning and leadership efforts.
Strategic HR Leaders are the ambassadors of organizational culture. We study neuroscience and apply psychological methodologies to ensure a work environment that fosters employee engagement and personal accountability.
Strategic HR Leaders challenge convention, look to the future, and manage change. We utilize technology, social science principles, validated research findings, and changing market trends to deliver proactive HR strategies.
Strategic HR Leaders truly understand the business drivers and collaborate closely with our non-HR colleagues to deliver practical human capital solutions that are highly valued throughout the organization.